The FLSA status in HRS is defined on the Job Code table. For FA/AS/LI Job Codes, the default FLSA status is EXEMPT. The Pay Basis for the majority of FA/AS/LI employees is either Annual or Academic. Due to the Federal FLSA Regulation changes, it is appropriate to pay some employees using an hourly Pay Basis. The FLSA status will default to EXEMPT when the job code on the position is entered. For FA/AS/LI hourly, the FLSA status needs to be changed to NON-EXEMPT on the Position and then on the Job.
Due to the Federal Regulation changes that were effective 1/1/2020, the FLSA Status is based on person NOT job. Therefore, if an employee has 4 active jobs, all 4 jobs must have the same FLSA Status. The FLSA Status should be determined based on the employee's primary job and other jobs should follow that FLSA Status.
Navigate to Organizational Development > Position Management > Maintain Positions/Budgets > Add/Update Position Info. Enter the Position Number and insert a row with the correct effective date (or if available use Correct History), change the FLSA status to NON-EXEMPT. (Because this change is made in correction mode, the incumbent job data record will not be updated.)
On the first tab "Description" click on the USA flag at the bottom of the page to view the FLSA Status field. Click on the drop down and select Non-Exempt.
Navigate to the Job Data Page: Workforce Administration > Job Information > Job Data , search for the employee and select Include History. On the Work Location tab NOTE the Effective Date of the hire row which should contain the position number being corrected.
Click the plus button to add a new row. Enter the Effective Date of the original row. Enter "1" as the Effective Sequence. (If there already are additional Job Data rows entered, the Effective Sequence number on the new row must be one number higher than the latest row's Effective Sequence number.) Select the Action of "Position Change" and the Reason of "Change FLSA Status."
Highlight the position number and cut the value (Crtl X), then use the Tab key to tab out of the field.
This will "open" all the fields related to the position on the Job Data page as shown on the Work Location and Job Information tabs.
Click in the Position Number field and Paste (Ctrl V) the position number back into the field.
Tab out of the Position Number field using the Tab key. The new position values are refreshed as shown below on the Work Location and Job Information tabs.
Navigate to Job Data: Workforce Administration > Job Information > Job Data enter in EMPLID and Job Record
Review ALL Active job records and the FLSA Statuses associated with each record - if only one active job record exists, skip bullet 1 and 3 below.
Copy the Position Number(s) for the employee where the FLSA Status is inconsistent with the employee's primary job
Navigate to Add/Update Position Info: Organizational Development > Position Management > Maintain Positions/Budget > Add/Update Position Info
Enter in Position Number
Insert a row
Enter in Effective date which should be the first of the following month. Ex: If this report was run on 3/23/2020, then the Effective date in Add/Update Position should be 4/1/2020
Reason should be "070" - "Change FLSA Status"
Select the USA flag at the bottom left
Update the FLSA Status to Nonexempt or Exempt as appropriate
Select the Specific Information tab
Ensure that Update Incumbents is checked
Select the Budget and Incumbents tab
Select Job Data link in the Current Incumbents section - Job Data will pop up
Insert a new row with an Effective Date that matches the date used in Position
Update the Effective Sequence to 1
Reason = "Different Pay Basis"
Select the Job Information tab in Job Data
Select the USA Flag, ensuring the correct FLSA Status pulled in properly. "If not, go to Work Location and insert a row with the current date as the effective date and delete out position, exit the field and re-add the position. This should refresh the FLSA Status field.
Go to Compensation tab
Update the compensation rate to the appropriate rate (monthly or hourly)